Essay Example on Conflict in Orgs: Top-Lower Defectors, Variables & Solutions

Conflict in organizations occurs due to misunderstanding between the different echelons of the firm. It remains very complicated to handle all the defectors that influence the negotiation basing on the top level to the lower level of management. Different variables promote conflict in an organization, and it tends to create all the wrong situation for the organization to have difficulties in resolving various issues. These variables of conflict in the firms compose of the conflicts include; the organizational leaders, rules, value hierarchies, order, structure, and the regulations and standards set. These variables stated remain very critical since it creates a barrier to the influence of the different matters of the organization as the conflict is concerned. The impactors of the conflicts in the organization during communication are based on misunderstanding, poor communication skills, and poor selection of the staff. Stress, burnout, frustration, and lack of proper planning remain to be the critical factors that influence conflict in firms. Leadership and management continue to be part of the top management, and they should observe this for work to be well synthesized. The situations of the conflicts received in most companies remain on the internal factors that are majorly the personnel rather than the work being done.

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The organization suffers from the difference in cultures, languages, race, religion, culture, and the leadership style used by the leader. Most employees in the firm have gotten deprived and have no hope and zeal of continuing with the work. The leader remains to be biased and handles issues basing on the cultural aspects that are personal to the other peoples' understanding. The most suitable style of conflict management to be adopted is in the collaborative method. It involves being cooperative and assertive with those who are collaborative for attempting to do work with a team (Bercovitch, 2019). The doing of work with all people helps in creating a solution that is satisfactory to all the concerns of the individuals in an organization. The style of collaborative aspects remains very important in minimizing the negative feelings and both parties get equal opportunity. This style is perfect for the problem of leadership that is experienced in the organization that has leadership problems within the departments. It remains to be a long term connection strategy plan for the resolution of the differences in the leadership style of the upper echelon of the firm.

The different people and the firms deal with issues of conflict at various steps, and they tend to treat the situation basing on the problem and putting out the most preferred strategies for adoption. The company, since it has issues with leadership not being well collaborative with workers, it has to take time to do training and active listening. Five main strategies remain very vital to conflict resolution, and they compose of; compromising, collaborating, accommodating, and defeating. Also, defeating is another strategy used in the conflict management of leadership prospects in a firm. The situations of conflicts are based on an individual's assumptions on assertiveness and cooperativeness in handling issues of communication in the firm. Avoiding is taken to the ignorance of people on the conflict (Honeyman, Kaufman, & Schneider, 2017). The strategy is based on the accommodation of all tribes and people for solving different queries in the company. The competing approach involves people who tend to go for planning a conflict to win. This strategy remains to be assertive but not cooperative. It provides a winning side for the other team and a losing end for the other party.

Thirdly, the resolution strategy is based on one part that provides more demands or wishes to the other party. The issues of harmony and disruption play a critical role, and it is left out in this strategy since the people concentrate on one party. The control and the command of the arguments are controlled by one party to solve the issues affecting one party. Fourthly is on the collaborative strategy that tries to address the problems of conflict on the individuals that are assertive and collaborative at the same time. This strategy is the most cautious since it offers the shared solution by all parties to help resolve an issue in a firm more competently (Wallensteen, 2018). It remains a suitable way of overcoming and creating a collaboration of the conflict on touching and control aspects. Lastly, the fifth strategy is on the compromising plan that its members are partial in cooperative and assertive elements. The concept being strategy is on all people giving their wants with minimization levels to create more involvement in the resolution.

The outcome of the strategies used is on having an excellent and accommodating negotiation of all employees. The issues of race and religion differences are minimized through the use of the collaborative approach that favors all parties in the firm. It remains very vital for all the people to create a well-differentiated way of involving all the people. The races and the ethnic groups in a firm are reduced drastically, thus creating the firm to e well harnessed by all organizations. In summary, it remains convenient to adopt the collaborative style and strategy to solve the issues of conflict in leadership in the scenario provided.

References

Bercovitch, J. (2019). Social conflicts and third parties: Strategies of conflict resolution. Routledge.

Honeyman, C., Kaufman, S., & Schneider, A. K. (2017). Should They Listen to Us? Seeking a Negotiation/Conflict Resolution Contribution to Practice in Intractable Conflicts. Journal of Dispute Resolution, 2017(1), 9.

Wallensteen, P. (2018). Understanding conflict resolution. SAGE Publications Limited.